# HireQuest, Inc. > Clarifo company profile — qualitative business description generated from > the company's filings. Financial statements, charts and ratios are > available on Clarifo (https://www.clarifo.com/fi/companies/HireQuest, Inc.). ## Overview HireQuest, Inc. operates a franchise-based staffing and recruiting platform that places temporary, temp-to-hire, and permanent workers across construction, light industrial, healthcare, driving, and professional roles. The company earns revenue through a network of franchisee-owned offices and a smaller number of company-owned or licensed locations, with multiple brands tailored to different labor niches. ## Products & services • Daily-work and daily-pay staffing for construction and light industrial jobs • Longer-term staffing for light industrial and administrative roles • Commercial and non-CDL driver placement • Healthcare, dental, and skilled trade staffing • Executive, managerial, and professional recruitment • Franchise support, training, and brand licensing - **Daily-work staffing** (35%) — Short-duration labor placements, mainly for construction and light industrial customers. - **Longer-term staffing** (25%) — Temp, temp-to-hire, and administrative placements through Snelling and HireQuest. - **Professional and executive search** (20%) — Recruitment services for managerial, executive, and professional roles, plus contract staffing. - **Specialty staffing** (15%) — Niche placements in driving, healthcare, dental, and skilled construction roles. - **Franchise and service revenue** (5%) — Royalties, service revenue, and interest on overdue receivables tied to the franchise network. - Daily-work/daily-pay staffing through HireQuest Direct - Longer-term staffing via Snelling and HireQuest - Driver placement through DriverQuest - Healthcare and dental staffing through HireQuest Health - Skilled construction staffing through TradeCorp - Executive and professional search through Northbound, MRI, SearchPath, Sales Consultants ## Customers HireQuest serves employers that need flexible labor quickly, especially contractors, industrial operators, and businesses with variable staffing needs. Its brands also target specialized end markets such as healthcare, dental, transportation, and professional recruiting, where speed and candidate fit matter more than broad general staffing coverage. - **Construction and light industrial employers** (primary) — Buy daily-work and short-term labor to cover project spikes, absenteeism, and seasonal demand. - **Administrative and office employers** (secondary) — Use longer-term staffing for clerical and administrative coverage where flexibility matters. - **Healthcare and dental practices** (secondary) — Purchase skilled personnel for clinical and support roles where credentialing and fit are important. - **Transportation and logistics customers** (secondary) — Hire commercial and non-CDL drivers to address route coverage and labor shortages. - **Professional and executive employers** (secondary) — Engage search brands for managerial, executive, and professional recruitment assignments. - Construction firms needing day labor and short-term crews - Light industrial and warehouse operators with fluctuating demand - Administrative employers seeking longer-term temp staffing - Healthcare and dental practices needing skilled personnel - Transportation and logistics customers needing drivers - Companies hiring executives, managers, and professionals ## Geography As of June 30, 2025, HireQuest had 413 franchisee-owned offices and 1 company-owned office across 43 U.S. states, the District of Columbia, and 13 countries outside the United States. The network footprint matters because office count is directly tied to system-wide sales, while the international presence adds diversification but also increases operational complexity across franchise markets. - Core operations are spread across 43 U.S. states and Washington, D.C. - The company also operates in 13 countries outside the United States - Most offices are franchisee-owned, limiting capital intensity - Office count is a key driver of royalty and service revenue - International reach broadens the labor sourcing and customer base ## Strategy HireQuest is pursuing both organic growth and acquisition-led expansion. Management is focused on growing existing client relationships, winning national and global accounts, opening new franchise locations, and using tuck-in acquisitions to add brands and markets. - **Organic franchise growth** (short-term) — More offices and deeper client penetration directly expand system-wide sales and royalties. - **National and global account penetration** (medium-term) — Larger accounts can stabilize demand and improve scale across the franchise network. - **Tuck-in acquisitions** (medium-term) — Acquisitions can add brands, niche capabilities, and geographic reach faster than organic expansion. - Expand existing client relationships to increase franchise sales - Pursue national and global account opportunities - Open new franchises with training and capital support - Use tuck-in acquisitions to add brands and market coverage - Finance acquisitions with cash, debt, equity, and earn-outs ## Risks HireQuest’s results depend on office count, franchisee performance, and demand in cyclical end markets such as construction and industrial staffing. The company also faces acquisition integration risk, workers’ compensation exposure, and credit risk on customer receivables, while its service revenue can fluctuate quarter to quarter based on overdue accounts and franchise charge-backs. - **Cyclical end-market demand** [high] — Construction, industrial, and staffing demand can weaken when customers reduce labor spend. - **Franchise network contraction or underperformance** [high] — Royalty and service revenue depend on active revenue-generating offices. - **Goodwill and intangible impairment** [high] — Acquisitions can lose value if acquired brands underperform or market conditions weaken. - **Workers' compensation and employment liability** [medium] — Staffing businesses bear claims and insurance cost volatility tied to temporary labor placements. - **Customer credit and receivable collections** [medium] — Late-paying customers can reduce cash conversion and create interest/service revenue volatility. - Demand is tied to cyclical construction and industrial activity - Franchise office openings and closures affect royalty revenue - Acquisitions can create goodwill and integration risk - Workers' compensation costs can swing with claims experience - Overdue receivables can create credit and service revenue volatility ## Accounting HireQuest’s reported service revenue includes interest income on overdue customer receivables, so collections timing can move revenue from quarter to quarter. Investors should also watch goodwill and intangible asset impairment from acquisitions, workers’ compensation estimates, and the effect of franchise office openings and closures on revenue recognition and comparability. - **Service revenue from overdue receivables** — Can create quarter-to-quarter volatility unrelated to core staffing demand - **Goodwill and intangible asset impairment** — Can materially reduce operating income in the period of impairment - **Workers' compensation estimates** — Affects operating expenses and profitability - **Franchise network activity** — Affects royalty revenue growth and system-wide sales trends - Service revenue includes interest on overdue receivables - Quarterly service revenue can fluctuate with aged accounts - Goodwill and intangible impairment can hit operating expenses - Workers' compensation expense depends on claims estimates - Office openings and closures affect comparability of system-wide sales --- *Last updated: 2026-04-28T20:14:57.112505+00:00*